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May 02, 2008

Questions a job candidate should ask in an inteview

Assuming that your job search is going at the same pace as this week's Advice for Newbies series, you've rehabbed your resume, built an entire professional network and have been invited into the Greener Grass agency to interview for your dream job.

Now, what do you do when the hiring manager pauses and says: DO YOU HAVE ANY QUESTIONS FOR ME?

You know, questions that make you sound smart, savvy and incredibly in-touch, all while also soliciting meaningful answers that help you decide if this gig is the right fit for you.

My favorite agency leaders from around the country weighed in with what they ask and what they want to hear. Start scribbling these great questions down next to your notes on what you want to do in five years!

What's the agency's real
agenda? To win awards? To get noticed in the industry? To advance
the client's business? To change consumer behavior? Melissa's point of view: a 'yes' answer to all of the above would be lame and untruthful

What
percentage of the agency's employees are superstars? Melissa's point of view: if it's less than 75%, maybe you should look elsewhereAdvergirl's point of view: This is my absolute favorite question of the bunch

At OBM, we have employees ranging from graphic designers to guys
willing to repel down the side of a 20-story building to install a car
on the wall. So while the skills we look for are diverse, the attitude
we look for isn’t.

We want people who are passionate about what they
are doing. I think good follow-up questions are generally inspired by
the dialogue of the interview. Questions that demonstrate that you were
listening (and comprehending) the interviewer show that you pay
attention, are interested in the business, and can grasp concepts that
will be important in your new job.

The best interviewees (and
interviewers, for that matter) treat the interview as a conversation.
Always a good question: how can I help? Always a bad question: If I get
the job, can I take off next Friday? We’ll take enthusiasm over
experience any day.

Can one person make a difference here? Can you tell me about someone
who’s been hired in the past year that’s made the biggest difference?

I know there will be curveballs on the job. What kind can I expect? From where might they come?

Here’s one they probably should ask: I’m interested in continuing my
training, especially in (interactive, strategy development,
presentation skills, etc). Does the agency encourage people to
participate in training outside the agency? Gordon's point of view: This is a good way to
sniff out if training budgets have been slashed, and you’ll be expected
to learn through osmosis

My favorite one someone asked me was, at the holiday party, do people talk about what sucks about the agency, or who’s hot at the agency? (The uncomfortable truth was that we had cancelled the party that year – so that really sucked)

John Reid, formerly associate creative director at Crispin Porter + Bogusky, currently footloose freelancer about to start a month at Chiat / Day

What accounts would I be working on? John's point of view: If they say "everything," they
mean "I don't know," or, even more likely, "the big, gnarly one that
will probably torpedo your career," unless the agency has a reputation
for chaotic gunslingery, in which case you very well may get to work on
all of the clients.

How's the department structured? John's point of view: As a junior, you want a very
"flat" structure--lots of creatives on one level and then just the CD
above you. As a more senior person, you want a few layers so you can
progress, get promoted and get more responsibility.

What's your review process like? John's point of view: Some agencies are very structured;
they'll only do a review once per year, and give you a 0 - 7% raise.
This is a bad situation. What you want is more along the lines of "no
formal process" where you can go in and get feedback any time, spend
the next few months working on that feedback, and then ask for more
money. It's puts the onus on you, but it's worth it if you're an
ass-kicker.

I also like to ask "What are the account people like?" If you're an
account person, you should ask about the creatives, etc. John's point of view: If people
immediately badmouth the other department, that's a terrible sign that
the agency is locked in an lame mindset.

Okay, so those are the mature adult questions ad people should ask so the interviewer knows they have a head for the business. I have one other stock question I would always ask—and still do when I
meet people I respect: What do you wish you knew when you were at my
level? I figure, if all else fails and you totally bomb the interview,
at least you can get some free advice.

A little extra John point of view: One more thing: People get nervous in interviews. Often, that
nervousness makes people talk and talk and talk. Don't do that. When
you ask a question, wait for the answer. Give people time to think
about the question. Don't "save" them when they don't reply right away
by talking more. Learn to be comfortable with the silences that
invariably happen in interviews.

What is your favorite piece of work or project that this company has executed in the last __ years?

I'm curious... what did you think of 'Sony Foam City?' or whatever the latest cool campaign is...
---

Are there any current campaigns that you feel are just stupid?

I'm curious about your opinion on where you see the
industry headed and how you see this agency fitting in...

What would be your dream brand / project?Joe's point of view: I really think it's just a
matter of getting people to talk about themselves.
Creatives and Advertisers ALL have opinions and if you can get them
chatting about them then 50% of your work is done... now you just have
to have smart somewhat relevant comments to keep the conversation
going.

What are two current projects you're working on that could really use this opening?Ross' point of view: I ask this to get a sense of the work I'd do. Then I immediately
follow their answer with explaining how I'd approach those two
projects. It requires on the feet thinking, but I get to show them my
thought process, which is key.

How did you choose to come to XYZ Inc?

Can I follow up with you via email?

What are your plans for working with (CLIENT NAME)?

Not a question, but important: GOOGLE THEM before the interviewRoss' point of view: Find
out their past work history, personal interests, read their blog --
something to make a connection and understand them before the
interview. Use what you find to fuel the conversation and make a
personal connection. Just never admit you Googled them -- that can be
creepy.

I like to ask questions that tell me about the strategic direction and
stability of the company, especially if it's an agency. Like, what types of
new business are you pursuing?

Or, what do you see as your core
competencies? Julie's point of view: It also helps you see where you will fit into the
organization 5 years from now and what the company's growth plan looks
like.

Then there's always the ever popular, how would you describe
your company's culture? Julie's point of view: It's perhaps a bit cliche, but still really
important, especially if you're not a ties and heels kind of person or
you don't work well in an organization with a lot of red tape.

I like to ask what
project they had the most fun working on (to date) and why. Once they
start talking about something
work-related yet personal, you'll feel more comfortable (as will they)
about asking more specific questions.

How long they have worked at the agency/company? If it
is more than just a couple of years, the interviewer will likely expand
on why they enjoy working there (the interviewee gets the positives).

Another one would be…what keeps you up at night? Hopefully, they will
respond from a work perspective which would give the interviewee the
nitty-gritty side as well

Len Damico, Art Director, The Star Group

What little thing(s) are you most proud of here?Len's point of view: The
big things an agency's proud of are usually pretty obvious: every
agency's got the shelves of awards and accolades in the lobby, their
client list prominently displayed on their website, etc.

But
I think the small things they savor can be much more telling about the
day-to-day life there. Maybe the employee softball team won their
city's Ad Club softball league. Maybe they put together an amazing
fundraiser for an employee's sick son. These things don't usually show
up on the website or in the official recruiting banter, but each tells
you a little something about the soul of a place

Advergirl's point of view: This is my second favorite. Working at an agency that prioritizes taking care of the planet, giving back through greater good, and, heck, sharing a free healthy lunch every day ... well, let's just say the details make all the difference

Comments

This post really helps with the nervous part of the interview that normally leads to bombing it. Obviously some of questions need to be tailored to the specific interviewer and your personality. Awesome post!

This is one of the more useful blogs I have read. I am currently a junior in college and this entry has highlighted some of the issues I have been curious about when it comes to an interview situation. The questions suggested by members within the business world are extremely helpful for a college student like me. It definitely helps cuts out a lot of the guess work in knowing whether or not to ask those difficult questions or questions at all. I know with questions like these it will help to calm my nerves and help me to exude more confidence in my interview.